0:02 mr. Klaus Muller welcome to the chamber
0:05 of commerce and industry of Slovenia
0:09 today you are speaking about emotionally
0:12 intelligent leadership so what are in
0:15 your opinion the main characteristics of
0:18 emotionally intelligent leaders and
0:20 companies that are led by such
0:24 leadership okay and if I take a look at
0:27 world-class companies the companies who
0:29 are producing the best results in the
0:31 world they are basically good in two
0:34 areas they are good in the professional
0:37 areas for instance the good hotels know
0:39 how to run a hotel the good car
0:42 manufacturers know how to how to produce
0:45 cars the good airlines know how to how
0:49 to do airline business and bring people
0:50 safety from one destination to another
0:55 but it's not enough to focus on on the
0:57 professional side of the business in
1:00 order to succeed you also have to focus
1:03 on the areas that is needed to succeed
1:05 in any business not only in hotel
1:07 business or in service business on
1:10 retail or what have you so people
1:12 organization also need to be competent
1:15 in what I could call the general areas
1:18 and they are there are many topics
1:20 within the general areas that you need
1:22 to be good at because companies
1:24 companies need to make good decisions
1:27 they need to solve problems that need to
1:30 set goals they need to mobilize the
1:33 energy of people and they need to to
1:35 inspire people they need to become
1:38 innovative and things like that and it
1:40 and i can i have put have chosen to put
1:43 all these general topics the things that
1:46 it takes to create successful business
1:48 in any business in any culture under
1:52 four main headings and and they are
1:54 called principal for productivity
1:56 principles for relationship building
1:59 principal for quality and principles for
2:04 management or leadership and and the
2:06 best companies in the world the ones who
2:09 have produced good results during crisis
2:11 and come
2:13 and have come out of the crisis the best
2:15 way they're the ones were good in both
2:18 these areas the professional business
2:22 areas and the general and and all things
2:25 that happens in an organization take
2:27 place of three levels at company level a
2:30 team level and company can end them and
2:34 the end personal level and this is why
2:39 we say to people that that in addition
2:42 to being professionally good you have to
2:45 be good in these 12 areas you have to be
2:47 good in productivity at company level
2:49 team level personal level you have to be
2:52 good in a relationship building a
2:55 company level team level and personal
2:57 level you have to be good in quality at
2:59 company level team level and personal
3:00 level and you have to be good in
3:03 management a company team and personal
3:05 level what we talked about here today
3:09 for the chamber of commerce commerce in
3:13 in slovenia is mostly about Bach four
3:16 five and six so it is about it is about
3:21 building good relationships what any
3:23 company needs to do is to build good
3:25 relationships with the people who have a
3:28 say in their future there are people who
3:33 who can make me or break me so it may be
3:36 the government you may be the press it
3:38 may be the employees or their
3:42 organizations and so I have to have good
3:44 relationship with my with my
3:46 stakeholders or my the people who can
3:49 make me a break me in order to do that I
3:52 have to be emotionally smart I cannot
3:54 only be factual I have to be emotional I
3:56 have to make sure that people bring
3:59 their heart to work and how to mobilize
4:02 the positive energy that days and if you
4:04 have a company where everyone is
4:06 prepared to do the best they are
4:09 committed they are responsible they are
4:12 loyal you'll have a better company in
4:14 order to do that is not enough to talk
4:16 about factual things you probably have
4:18 to talk about emotional things as well
4:21 in order to energize them and and this
4:23 is what we are doing today we're
4:27 nice group of of our people and it is a
4:30 dream it could be fun to see that we are
4:31 not only helping or inspiring one
4:34 company but maybe the entire Slovenia
4:37 which i think is possible not just to go
4:39 for something which is mediocre or okay
4:44 go for something that is actually Europe
4:46 class or maybe world class and I have
4:48 spotted a few Slovenian companies who
4:50 are world class or European class I'd
4:52 like to see more than and I think is
4:55 possible do you think it is difficult to
5:00 apply your theories to the companies and
5:05 it depends on whom will be will be
5:08 participating in these kind of programs
5:13 and very often in some countries not not
5:15 in slovenia in particular but in many
5:18 countries topmen managers think they
5:20 have arrived they know everything they
5:23 are complacent they think they okay but
5:25 they are they are willing to to send
5:27 their people to seminars and if they
5:29 only send their people and do not go to
5:32 the seminars themselves and learn about
5:35 emotionally intelligent leadership and
5:37 what have you then then it will not have
5:41 the biggest impact you need actually
5:44 everyone to take it seriously and be
5:46 there the top men there should be
5:49 present in their seminars and then and
5:53 it and try to do what it takes to get to
5:57 work to build a company that that can
6:01 that can grow and it's interesting to
6:04 see that the most successful companies
6:07 in the world like intel on the old old
6:11 days says Southwest Airlines or walmart
6:15 the biggest company in the world why are
6:17 they successful why can they go through
6:20 crisis when our companies can't do it
6:23 it's because it in a very early stage
6:26 the the founders of the company's
6:30 establish some values a certain way of
6:33 running the company these values are
6:35 known to everyone in the organization
6:38 and you employees who enter the
6:39 organization they will be taught these
6:42 values from the very first day so they
6:45 know that if they do this he'll they'll
6:47 get a yellow card like in football if
6:49 they do that they'll get a red card and
6:51 other and then then negative
6:54 consequences are not following their
6:57 values and if you can do that that's
6:59 fine but the value should not be or in a
7:04 burden they should be relatively relaxed
7:08 and and the best thing is that if the
7:09 values have something to do with that we
7:12 believe that the the people we have the
7:16 employees represent our most important
7:18 resource we have to put people first
7:20 rather than systems and processes we I
7:24 think is possible but if in failure you
7:25 come into a company with the top
7:27 management who is not eager to change
7:32 it's difficult but I have a in some work
7:35 in some companies top management is
7:37 willing to change but middlemen Diaz are
7:39 not in some other companies middle
7:41 management is eager to change the top
7:44 management is not and they easily be
7:46 different from the public sector to the
7:48 private sector but basically we're
7:51 talking about things that people maybe
7:56 even say are an obvious are natural
7:59 therefore they will easily accept things
8:01 like and this is what we are going to
8:04 talk about this afternoon that if I do
8:08 my best of course the customers will
8:10 benefit from that my company will
8:12 benefit from that but there's one person
8:15 who'll benefit more than anyone else and
8:17 that's me if I do my best I'm the winner
8:21 and if I'm convinced of that then then I
8:25 have I can create some energy and if I
8:27 do a good job if then the management
8:30 scenes it and recognized me for it and
8:33 make good performance visible then I
8:35 think you can make it it's so human what
8:36 we're talking about the most human
8:42 beings like our concepts and there's a
8:44 little trick here because normally it
8:47 works I think you know that I've been
8:48 instrumental in changing big organisation
8:49 organisation
8:51 in the world and and getting people
8:56 putting hard to work and and because I
8:58 don't start talking with the company I
9:01 started talking with talking about
9:04 people's private lives and everyone who
9:07 likes to be happy everyone would like to
9:11 to avoid suffering everyone would like
9:13 to team up everyone would like to be
9:15 proud of what they're doing but it just
9:17 happens that we don't learn it in school
9:20 and we don't focus on that and the
9:23 company's is more factual what we do so
9:24 people like it better be it's very
9:26 important to realize we are not only
9:28 talking about emotions is about or
9:30 emotional intelligence or general
9:33 competence it's about all these people
9:35 skills and all these managerial skills
9:41 plus the competence within the the
9:43 professional areas it's a both and a
9:45 approach instead of an either/or
9:49 approach now you are also write in a
9:52 book a handbook for pessimists do you
9:54 think that people are more pessimistic
9:59 nowadays then they used to be well I
10:00 don't know where you are thinking about
10:02 people is Reuben I don't know that I
10:04 don't have the right or the to say that
10:07 that people in in sylvania post piece
10:10 missing its general attitude I don't
10:12 think it is related to Slovenia or two
10:18 or two special culture but but I know
10:21 that that's part of being emotionally
10:25 smart that if you are an optimist then
10:28 then is more likely that that that you
10:31 will achieve what you want to do
10:32 everything you'll find the solution and
10:35 you will come up come up come out as a
10:38 winner rather than a loser I believe you
10:42 know I worked for the dana says football
10:44 team in 1992 because they were not
10:47 allowed in because jugo-slavia was
10:49 qualified before them and then there
10:51 were some internal troubles induce labor
10:53 so they won couldn't come up with a
10:56 national team so the Denmark was invited
10:58 and they didn't believe we could win and
11:00 I was given the job to talk about
11:03 optimism we go for the gold and
11:07 lastly enough we we we regard there and
11:10 I think I'm an optimist I'll not retire
11:13 for instance I have just had my 70th
11:20 birthday and and when I was 60 there was
11:22 a guy from Italy My partner nathan who
11:25 came to me and made a speech for me and
11:28 he said clouds like a year like a year
11:33 and a year has four seasons so has a
11:37 human being and yeah you're 60 years
11:42 today so your spring is over and and and
11:44 he actually brought the chamber
11:49 orchestra from Italy to accompany his
11:52 speech so when he was talking about the
11:55 spring of the life they've played there
11:57 sprang from Vivaldi and he said stop
11:58 stop no no cloud model you had your
12:00 sprang who had that before you were 25
12:02 years old and then they started with the
12:05 summer the rebellion and he said to the
12:08 Augusta's stop no no you had your summer
12:11 it finished when you were 42 and then he
12:15 said okay at the August operate the the
12:17 autumn and he stopped the August and
12:21 said no no no you are some finished
12:24 yesterday and then I knew what was going
12:26 to happen the window I said my god and
12:29 they started playing the wind and he
12:33 said stop and he said close if when when
12:35 you are six years old you can choose you
12:39 can leave your window of your life
12:42 retirement life or sitting in God's
12:45 waiting room or you can leave your
12:48 second spring and I decided to leave my
